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The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments. The Wage and Hour Division (WHD) of the U.S. Department of Labor (DOL) administers and enforces the FLSA with respect to private employment, State and local government employment, and Federal employees of the Library of Congress, U.S. Postal Service, Postal Rate Commission, and the Tennessee Valley Authority. All employees of certain enterprises having workers engaged in interstate commerce, producing goods for interstate commerce, or handling, selling, or otherwise working on goods or materials that have been moved in or produced for such commerce by any person, are covered by the FLSA. Special rules apply to State and local government employment involving fire protection and law enforcement activities, volunteer services, and compensatory time off instead of cash overtime pay. Covered, nonexempt workers are entitled to a minimum wage of $7.25 per hour effective July 24, 2009. Many states also have minimum wage laws. In cases where an employee is subject to both state and federal minimum wage laws, the employee is entitled to the higher minimum wage. Covered nonexempt employees must receive overtime pay for hours worked over 40 per workweek (any fixed and regularly recurring period of 168 hours — seven consecutive 24-hour periods) at a rate not less than one and one-half times the regular rate of pay. There is no limit on the number of hours employees 16 years or older may work in any workweek. The FLSA does not require overtime pay for work on weekends, holidays, or regular days of rest, unless overtime is worked on such days. The FLSA requires employers to keep records on wages, hours, and other items, as specified in DOL recordkeeping regulations. Most of the information is of the kind generally maintained by employers in ordinary business practice and in compliance with other laws and regulations. The FLSA child labor provisions are designed to protect the educational opportunities of minors and prohibit their employment in jobs and under conditions detrimental to their health or well-being. The records do not have to be kept in any particular form and time clocks need not be used. The provisions include restrictions on hours of work for minors under 16 and lists of hazardous occupations orders for both farm and non-farm jobs declared by the Secretary of Labor to be too dangerous for minors to perform.
#oshatraining #safety #oshacompliance Have you ever come across the Fair Labor Standards Act (FLSA)? Even if you haven't heard of it directly, chances are this law, along with related state and local laws, has had an impact on you at some point. If you're involved in Human Resources, you probably encounter the implications of the FLSA quite frequently. Being unaware of the Act's requirements can lead to costly consequences. To support you in maintaining compliance with the FLSA, we've developed an 8-part training program that will introduce you to the FLSA, help you interpret its provisions, and guide you in ensuring compliance with wage standards, off-the-clock prohibitions, overtime requirements, child labor standards, and record-keeping obligations. Don't let unfamiliar terminology, labor standards, or the implications of the Fair Labor Standards Act trip you up! Take this training and ensure that your practices align with compliance expectations. By staying informed and compliant, we can protect our organizations and create a fair and just work environment for all. See Course → 🤍 - Get professional and robust online training. It doesn’t matter if you’re a new or current client. We get it, compliance and keeping up with training can be difficult. Fill out the form below and get real help. It’s that easy. A dedicated training advisor will help you get the best courses for you and your company. No-hassle, no-pressure. Create Your Plan Here → 🤍
The U.S. Department of Labor (DOL) recently announced in the spring regulatory agenda that it will issue the proposed overtime rule in August. According to its latest agenda, the proposed overtime rule aims to guide implementing the exemption of executive, administrative, and professional employees from the minimum wage and overtime requirements of the Fair Labor Standards Act (FLSA). What do these changes mean for Employers? Employers of all sizes need to be vigilant in the face of upcoming changes and developments surrounding this area of law. Staying compliant with state and federal overtime rules and regulations can be a challenging task, even for employers with the best intentions.
In this episode, Chris Kelley explains how KnowledgePay's compensation software helps organizations manage risks and improve the efficiency and effectiveness of compliance with the Fair Labor Standards Act (FLSA).
Buy or get more information about this FLSA employee training course at 🤍 This training course focuses on the critical legal aspects of wage and hour compliance and takes this complex legal topic and breaks it down into simple, easy-to-understand language. The course contains a 9 minute video followed by a 10 question quiz. The entire course can be finished in under 15 minutes. This FLSA course comes on DVD, USB flash drive, MP4, SCORM 1.2 E-Learning, On Demand streaming or as an online training course.
Labor and Employment attorney, Brian Farrington, spoke on "FLSA - Wage & Hour Basics" at the 2022 Texas Payroll Conference. His presentation covers: workweek basis of enforcement, tips and tipped employees, overtime, recording hours worked, and more including examples and calculations. Brian consults with and assists employers in compliance; represents them in DOL Wage and Hour investigations; advises on matters related to the Texas Workforce Commission unemployment eligibility, government contracts labor standards (Davis Bacon Act, Service Contract Act), OSHA 11(c), and state wage payment laws. Brian has represented clients in litigation under the FLSA, Title VII, the ADEA, and the ADA. Prior to becoming an attorney, Brian spent 12 years working with the US Department of Labor Wage & Hour Division. He has served as an Expert Witness in FLSA employment matters, and is a trained employment-related mediator. #FLSA #wageandhour #EmploymentLaw #BrianFarrington #payroll Visit our Employment Law practice: 🤍 Since 1978, Cowles & Thompson has served clients across Texas and the nation. Our philosophy is simple: provide high-quality, client-focused legal representation, delivered in a timely, transparent, and professional manner. This philosophy is the bedrock of our firm and it is the road map for our future. Cowles & Thompson has offices in Dallas and Collin County. We serve our clients as legal and business advisors in a broad range of areas of the law, including Employment, Immigration, Insurance Defense, Commercial Litigation, Bankruptcy, Complex Litigation, Appellate, Family, Estate and Probate, Aviation, and Healthcare. Learn more at our website: 🤍 Connect with us: FACEBOOK: 🤍 TWITTER: 🤍 YOUTUBE: 🤍 LINKEDIN: 🤍
Pay practices are regulated by several federal laws that address issues such as overtime pay, minimum wage standards, hours of work, and pay equity. The primary federal law affecting compensation is the Fair Labor Standards Act (FLSA). The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments. Compliance with FLSA provisions is enforced by the Wage and Hour Division of the U.S. Department of Labor (DOL). State laws also vary on many of these topics, and employers should research compliance requirements in all states in which they operate.
Sign Up For The Class Here: 🤍 Areas Covered: The executive, administrative, professional, and selected other exemptions The requirements for exemption: the salary basis, salary amount, and duties tests The differences in the various types of exemptions. Work activities that support exempt status and those that indicate the nonexempt status Common misconceptions about exempt status, job titles, and salary basis
The Department of Labor released its final rule on May 18, 2016, revising the overtime exemption regulations of the Fair Labor Standards Act (FLSA) and making as many as 4.2 million employees eligible for overtime pay. Workers classified as exempt but making $47,476 or less will now be eligible for overtime earnings effective December 1. The goal was to simplify and modernize the rules, making it easier for workers and employers to understand and apply them. The salary threshold update was to preserve the original intent of the FLSA in offering overtime protection to those who qualify.
Webinar URL: 🤍 .... Lawsuits under the Fair Labor Standards Act have reached an all-time high. The Department of Labor estimates that 87% of all employers are not in compliance with their obligations to pay overtime to non-exempt workers. In addition to misclassification issues, employers fail to recognize what time must be compensated and then how to calculate how much is owed when the employee works overtime. Areas Covered in the Session: How to define your workweek? What is compensable working time? How to determine the regular rate of pay? Determining when bonuses must be in the regular rate. How to pay employees who work at different rates? Using salary coefficient to pay workers. Using 7(k) exemption to pay workers. When you can use compensatory time? This webinar will be conducted by “Susan Fahey Desmond“. She is a principal in a labor and employment law boutique firm with offices in over 54 cities across the country. Ms. Desmond is listed in Best Lawyers in America and named by Chambers USA as one of America’s leading business lawyers. This webinar also lets you earn recertification credits from HR Certification Institute, PDCs from SHRM, as well as CPE Credits. Stay FLSA compliant by enrolling in this webinar today!
To speak with an HR specialist, go to 🤍 FLSA Pay Compliance We'll explore: How Does the FLSA Impact Businesses? What to Include in a Job Offer Letter What Counts as Hours Worked? FLSA Recordkeeping Severance Pay: What to Know Host: Mike Vannoy, VP of Marketing at Asure Expert panelist: Brian J. Shenker, of counsel in the Long Island, New York, office of Jackson Lewis P.C.
Overview The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in federal, state, and local governments. Exemptions from both minimum wage and overtime pay include executive, administrative, and professional employees (including teachers and academic administrative personnel in elementary and secondary schools), outside sales employees, and employees in certain computer-related occupations. This program is a survey of the highlights of the FLSA. Major Topics: Overview of the FLSA Who is covered by the FLSA? Independent contractors versus employees FLSA timekeeping and recordkeeping requirements Different types of compensable/non-compensable time Learning Objectives Understand the distinctions between exempt vs. non-exempt employees Know the categories of and requirements for exempt employees Understand proper compensation methods, employee classifications, and timekeeping and recordkeeping practice Designed for: Practitioners who wish to know which employees are subject to overtime and which are not under the FLSA PREREQUISITE: None ADVANCED PREPARATION: None
Eric Gennari, District Sales Manager with PrimePay, shares his experiences and the importance of maintaining Fair Labor Standards Act (FLSA) compliant See the full article at 🤍
The Fair Labor Standards Act (FLSA) establishes federal minimum wage, overtime pay, and recordkeeping requirements. Administration of the FLSA can be complex, with the consequences of violation leading to stiff penalties. In 2020 the Department of Labor (DOL) collected an average of $706,000 per day in back wages, and that number does not include recovery from lawsuits filed in federal and state court. Join Nichole Atallah and Matt Feinberg as they discuss common employer missteps in application of the FLSA, best practices for FLSA compliance, and how to prepare if an audit or litigation arises. They’ll cover: - common FLSA missteps; - preparing for an audit; - best practices for defending against claims; - recordkeeping; and - much more. Disclaimer: This communication does not provide legal advice, nor does it create an attorney-client relationship with you or any other viewer. If you require legal guidance in any specific situation, you should engage a qualified lawyer for that purpose. Prior results do not guarantee a similar outcome. Attorney Advertising: It is possible that under the laws, rules, or regulations of certain jurisdictions, this may be construed as an advertisement or solicitation.
The Fair Labor Standards Act (FLSA) is administered by the Wage and Hour Division (WHD). The Act establishes standards for minimum wages, overtime pay, recordkeeping, and child labor. These standards affect more than 130 million workers, both full‑time and part‑time, in the private and public sectors.
Learn more about this course here: 🤍 This course is available from MasteryTCN through its network of Channel Partners: 🤍 The Fair Labor Standards Act (FLSA) exists to regulate minimum wage, overtime, record keeping, and child labor. Failure to comply with the FLSA can lead to lawsuits and fines. The first step in preventing lawsuits and other disputes is understanding and executing the law. This online course reviews the differences between exempt and non-exempt employees. The course also takes a deeper dive into the classifications of exempt employees. As part of FLSA, minors are protected from hazardous working conditions. Viewers learn about the age requirements for different types of labor. Employers who violate FLSA can be sued and/or fined. This training course provides a simple overview of the law to encourage knowledge and execution of correct work practices.
Fair Labor Standards Act (FLSA) lawsuits are on the rise and continue to be the most common class-action lawsuit brought against employers in federal court. The most frequent violations involve minimum-wage and overtime violations, often resulting from faulty recordkeeping or misclassification of salaried/exempt employees. Compliance with mandatory labor law postings can have a direct impact on your liability in FLSA lawsuits, and in some cases can mean the difference between having a lawsuit dismissed or facing seven-figure judgments. Learn how to avoid the most common FLSA mistakes and how posting compliance can reduce your exposure in this growing area of litigation.
Learn whether your business is required to comply with the requirements of the federal Fair Labor Standards Act, including minimum wage, overtime, recordkeeping, and child labor provisions.
The federal rules that govern overtime pay are complex—and they’ve recently changed. This Manta Academy course will cover the basic overtime rules that small employers need to follow to stay in compliance with the federal Fair Labor Standards Act. We’ll explain the new overtime requirements for salaried employees who perform administrative or management duties for your company.
Compliance with mandatory labor law postings can have a direct impact on your liability in FLSA lawsuits, and in some cases can mean the difference between having a lawsuit dismissed or facing seven-figure judgments. Learn how to avoid the most common FLSA mistakes and how posting compliance can reduce your exposure in this growing area of litigation.
The Fair Labor Standards Act, or FLSA, is an important federal law that applies to every employer and employee in the United States that mandates minimum wages, overtime pay, record keeping, and youth employment standards. The question of whether the rules apply to an employee is based on whether the employee is exempt from the law or not exempt. Dunlap Bennett & Ludwig is a veteran-owned law firm with local presence and global knowledge. Our team prides itself on prioritizing and caring for our clients, not only offering a full array of business and estate legal services. To learn more, visit our Employment practice page here: 🤍 Follow Dunlap Bennett & Ludwig on Social Media: Facebook: 🤍 LinkedIn: 🤍 Instagram: 🤍 Twitter: 🤍 Visit us at 🤍
Enroll in today's webinar to learn more about the categories of employees exempt from minimum wage and overtime requirements under the Fair Labor Standards Act (FLSA): 🤍 These categories include: executives who manage a business or department and supervise at least two full-time employees; administrative employees who help manage the company's operations, such as recordkeeping, finances, and human resources; professional employees who have specialized knowledge or training, such as doctors, lawyers, engineers, and architects; IT employees in computer-related professions who earn at least $684 per week or $27.63 per hour; and salespeople whose primary duty is making sales or obtaining orders or contracts for services or facilities. Keep up with the latest updates by following: Facebook: 🤍 Instagram: 🤍 LinkedIn: 🤍 Twitter: 🤍 #Training #CompliancePrime #webinar #FLSA #FairLaborStandardsAct #minimumwage #overtime #exemptemployees #executives #administrativeemployees #professionalemployees #ITemployees #salespeople #specializedknowledge #training #computerscience #lawyers #doctors #engineers #architects #recordkeeping #finances #humanresources #sales #orders #contracts #enrollnow
While the Fair Labor Standards Act (FLSA) may be more than 80 years old, the federal law still regulates American labor practices of today. At your organization, do you know who qualifies for overtime under its rules? Read more here: 🤍
The Fair Labor Standards Act (FLSA) and state or local wage-and-hour statutes establish federal and state minimum wage, overtime pay, and recordkeeping requirements. All restaurants are subject to either the FLSA or state or local requirements or both, which—among other things—includes requirements for tipped employees. Administration of the FLSA can be complex, especially in a busy restaurant setting. And violation of the FLSA can lead to stiff penalties. Join Matt Feinberg, Practice Group Chair of PilieroMazza’s Litigation & Dispute Resolution Group, for common missteps restaurants encounter in application of the FLSA, best practices for FLSA compliance, and how to prepare if an audit or litigation arises. He’ll cover: - common FLSA missteps; - preparing for an audit; - best practices for defending against claims; - recordkeeping; - class and collective litigation; and - much more. Disclaimer This communication does not provide legal advice, nor does it create an attorney-client relationship with you or any other reader. If you require legal guidance in any specific situation, you should engage a qualified lawyer for that purpose. Prior results do not guarantee a similar outcome. Attorney Advertising It is possible that under the laws, rules, or regulations of certain jurisdictions, this may be construed as an advertisement or solicitation. © 2021 PilieroMazza PLLC All rights reserved.
Join Towne Benefits Human Resources Consultant, Barbara Jennings, and Compliance Specialist, Corbin Granger, for a discussion about the Fair Labor Standards Act. This webinar was originally recorded on September 21, 2022. Please visit us at 🤍townebenefits.com to learn more. Insurance and investment products offered through Towne Benefits, a subsidiary of TowneBank, are not a deposit, not FDIC-insured, not guaranteed by TowneBank, and may go down in value. The information herein should not be construed as legal or tax advice in any way. This content is provided for informational purposes only. You should seek the advice of your attorney or tax consultant for additional or specific information.
There are 13 common payroll mistakes that land employers in hot water. Find out what these are and how to avoid them at 🤍 Payroll processing involves far more than merely tracking employee hours and cutting checks. Payroll affects your standing with the IRS. It puts you at risk for Fair Labor Standards Act (FLSA) violations. Errors can increase labor costs and lower employee morale and retention. Clearly, many U.S. employers fail to appreciate the importance of accurate payroll. Dozens of common practices violate wage and hour laws. Are you overlooking these less-obvious payroll processing mistakes? 1. Classify Carefully Employers who don’t follow the Department of Labor (DOL) guidelines are on thin ice. The DOL doesn’t budge on this one. The classification affects minimum wage, overtime, benefits eligibility, and workers’ compensation. Employers who misclassify are at risk of state and federal penalties. Learn more at 🤍 #HR #humanresources #hrsolutions #HRdata #HRIS #HRMS #payroll #payrollservices #payrollservice #overtime #business #smallbusiness #smallbiz #bigbusiness #biz #manager #manage #employee #workforcemanagement #WFM
Paying your employees correctly is critical. Issues to consider: 1) Just because an employee accepts the wage that you offer, does not mean it's in compliance. 2) knowing what the law requires is important, but knowing what the law allows is even more important. Recent investigations by the agency: 🤍 🤍 #youtubeshorts #youtuber #employees #wages #salary #exploremore #patriotoutdoorsokc #youtubechannel
Part of our ERISA Compliance Series, this webinar is hosted by ERISA Attorney Larry Grudzien and moderated by chief marketing officer Julia Goebel. This webinar will discuss the top wage and hour issues that may be unknowingly lurking within your company.
One of the top mistakes that employers make pertains to incorrectly classifying employees and paying them incorrectly due to misclassifications. In this webinar we will cover how to correctly classify employees according to FLSA and how each classification should be paid based on their classification.
🤍 Video Highlights 0:43 In the United States, wages are generally regulated under the federal Fair Labor Standards Act, or FLSA, which sets basic minimum wage and overtime standards for workers. Wages may also be regulated by state law. 01:15 Employers who fail to pay non-exempt employees for all hours worked put themselves at risk of an employee complaint and a formal Department of Labor investigation. These investigations are becoming far more common 01:40 One way to avoid this situation is to understand which work-related activities performed by your employees count as work time. Making sure you pay employees properly will go a long way to avoiding violations. 02:03 Waiting time must be paid and is counted toward hours worked subject to overtime. The distinctions here are fine, but important. 02:31 An employee who is required to remain on call on the employer’s premises is working while “on call.” If the employee can remain on call at home or leave word where he or she can be reached, this time typically will not count as hours worked. However, if the employee’s freedom is constrained by being on call, this time may need to be compensated. 02:51 Rest and meal periods can be another area of confusion. The FLSA does not require employers to provide meal periods or rest breaks for non-exempt employees, except for break time for nursing mothers. However, employers that do provide breaks and meal periods must follow certain rules. 04:07 Travel time can be tricky when it comes to counting hours. Under the FLSA, ordinary travel to and from work does not count as hours worked. 04:45 You need to carefully monitor all the time your employees are engaged in work-related activities. Failing to stay on top of this could leave you vulnerable.
In 2017, millions of dollars were levied against reputable businesses for violating FLSA law. Make sure you know the top 10 offending reasons. Check out 🤍 for a list of the top 10 reasons employers paid FLSA (Fair Labor Standards Act) finds. #FLSA #Fairlaborstandardsact #laborlaw #employmentlaw #emplaw #compliance #regulatory #compliant #regulations #regulations #employer #business #HR #humanresources #payroll #nonexemptemployee #manager #employee #DOL #DepartmentofLabor
Do you know and understand the FLSA overtime exemption rule recently released by the Department of Labor? In this video, Lisa Smith gives an overview of which duties qualify an individual for exemption. 🤍
DOL-Utilizing Contract Labor Providers Does Not Absolve..FLSA Compliance 🤍 🤍 Subscriber to get weekly updates: Major highlights of this week's News: DOL: Utilizing Contract Labor Providers Does Not Absolve from FLSA Compliance More Than 18,000 Former Hostess Workers Certified For Trade Adjustment Assistance TAA, - DOL, Diamond Tree Experts in Litigation Quagmire for Employee Retaliation, Reed Pierce Pays $20,000 to Settle Pregnancy Discrimination Suit, OSHA Cites 3 Companies Following the Deaths of Two Workers, Health Care Law Expand Mental Health and Substance Use Disorder Benefits, Emerald Coast Quality Cited For Missed Payroll, Misclassification of Employees, Protecting Health Coverage and Retirement Benefits after Job Loss, and lots more. 🤍
Are you prepared for the new FLSA overtime rule that will soon be issued by the Department of Labor? The proposed changes will impact which employees qualify to be exempt from overtime, meaning employees who were previously classified as exempt may now need to be reclassified as non-exempt. Join Melissa Fleischer, Esq., an expert in employment law and FLSA, for an in-depth review of the new rule and learn the necessary changes you need to make to ensure compliance. Earn recertification credits from HR Certification Institute, PDCs from SHRM, as well as CPE Credits and APA Credits by enrolling now at: Course URL: 🤍
The Fair Labor Standards Act (FLSA) is changed their overtime regulations. Ensure you're in the know and compliant. Learn: - Key provisions of the final FLSA ruling - How employers & employees will be affected - Recommendations for staying compliant
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